The problem and the solution. When confronted with workplace learning, personnel in human resource development (HRD) tend to concentrate on internal processes, techniques to manipulate behavior (performance), and yield to pervasive and often pernicious accountability schemes that trivialize learning. The standpoint of this article is to take a macro-historical view contextualizing the worker, the organization, and the entity (capital) into an accountability framework that privileges quality of life of citizens above commoditization and fast capitalism.
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